20 Inizio Sustainability Report 2023 Putting people first SpotlightInclusive 1. Applications: Standardizedcandidate application questions •Sourcing: Introduced anew AI-generated sourcing to collect more contemporary platform that draws from over hiring approach and legal demographic data 45 diverse job platforms 2. Job descriptions: 4. Recruiter training: Conducted One of our key focus areas in 2023 Introduced tools to ensure an Inclusive Hiring training • was improving our inclusive hiring every job description has been module for our recruiters in approach to reflect how we value ‘cleansed’ of unnecessary job March 2023 “Transforming through our people” Inizio-wide People Strategy, which Pillar 1: Integrate inclusivity, recognize the power qualifications, gender-specific is one of the key pillars of our overall has three key pillars. We also have an of diversity, and inspire the next words, corporate jargon, and 5. Interviewing with impact: business strategy. To realize our integrated global HR leadership team & Elevate HR generation of change makers. other discriminatory language Created a Hiring Manager strategic ambitions, we need to from across the business to implement This work supports our intention prior to posting Interview Training module for attract and retain the right workforce this strategy and drive towards becoming to recruit from a diverse slate recruiters to train their teams The first pillar of our People strategy is of candidates and foster an •Added a DEI statement to on inclusive hiring practices, with the right skills, which requires us a global employer of choice by focusing focused on modernizing HR to create every Inizio job description to provide a differentiated employee on talent attraction and retention, environment tat provides theh including a video module to a fit-for-purpose organization that can right conditions for long-term be housed on our learning experience. To create this experience, wellbeing, learning and development, provide the necessary support for 3. Technology and tools: HR has defined our 2023 to 2025 and inclusion. success. The changes we platform that will be required Inizio and provide enhanced value introduced were as follows: •Candidate preference: Added training for all interviewers in a more efficient and effective way. the ability for candidates to This year, our focus was on laying the record their name pronunciation, foundation, whichincluded creating specify personal pronouns, and and optimizing the global HR team, request special accommodations streamlining our processes, and if needed during interviews Types of Workers simplifying our technology. This will help us offer an attractive and competitive people experience that will enable us to Employees by division Gender diversity attract, retain, and develop top talent. Employees by geography Our initiatives included moving all employees onto a single HR platform to provide them with direct access to their information, Total 10,2171 Total 10,2171 including via a mobile app, so they can easily complete items such as updating personal details Total 10,217 Total 10,217 Total 10,217 and requesting leave. HR is also transforming its operating model as it prepares to launch a People Services organization with Permanent – 9,553 Non-guaranteed Ful l time – 9,354 Part time – 863 simplified processes in 2024 to Temporary – 644 hours – 20 provide consistent HR services to all employees. This will create a more consistent, best-in-class Advisory – 1,233 Evoke – 1,408 Female – 6,991 Not Disclosed – 50 EU – 1,432 APAC – 412 Engage – 5,051 Corporate – 358 Male – 3,176 UK– 3,071 ROW – 130 1. In addition, Inizio has 1,052 contingent workers comprising agency workers, consultantspeople experience. Medical – 2,167 North America – 5,172 and independent contractors.